The document discusses transformation leadership and organizational change. It provides an overview of the company's approach, which includes aligning individuals and teams to the organizational culture and vision through workshops, coaching, and other interventions. It also outlines challenges to transformation initiatives and the company's methods for addressing people issues and resistance to change.

2. Our beliefs and overview Practice areas and training modules Credentials A B C

3. Leadership challenges are mostly about change and transformation We address these challenges using behavioral skills knowledge Aligning the top team and individuals to the company DNA , culture & direction Inspiring the team to spiral the organization into the next trajectory of growth, show transformation leadership and walk the talk. Involving the whole organization in the transformation journey and setting up a high performance climate to allow individuals & teams to tap their full potential and deliver Translating organization values into action and creating extra ordinary business results by involving innovating and changing

5. Transformation initiatives fail or deliver less due to people issues Defining Change strategy Identifying Key processes Identifying Change agents Aligning Work Processes and People Steps to Change Identifying the change Communicat- ing the change Effecting the change Sustaining the change Leadership Bandwidth Past Conditioning / Beliefs Lack of Supporting Climate Denial to Change Internal politics Suspicion Passive Aggression Undercurrents to change Change cycle We Understand the Undercurrents and align people to the purpose & create ownership

9. Cold metal Cold metal Cold metal Cold metal Transformation must be extended to atleast 30% of the organization Single and remote transformation will eventually lose its “heat” Heated metal

10. ~7 Act/Implement 5 % Think/worry Majority of time spent during a transformation change should be dedicated to implementation 25 %

11. Inspiring and empowering Connecting with the heart Walking the talk and role modeling Not only . . . . . . but also Dreaming and break through thinking Rigorous monitoring Holding people accountable Transformation requires senior leaders to co-create change in an active, visible and accountable way with their teams

12. Real transformation change should impact all four levels of responding to change 1. Reacting: quick fixes 3. Reframing: values, beliefs 2. Redesigning: policies 4. Regenerating: sources of commitment and energy Source of energy, inspiration and will Manifest action Thinking Process, structure

13. Sustainable learning should occur at three levels for the individual and collective within an organization Transforming Reframing and Re-strategizing Incremental improvement Single loop learning Double loop learning Triple loop learning Incremental improvement Transforming Single-Loop Learning (Incremental Learning) Refers to learning new skills and capabilities through incremental improvement, doing something better without examining or challenging underlying beliefs and assumptions. Double-Loop Learning (Reframing) Occurs by fundamentally reshaping the underlying patterns of our thinking and behavior as a result we’re capable of doing different things. This goes beyond single-loop or incremental learning. Triple-Loop Learning (Transformational Learning) Involves transforming who we are by creating a shift in our context or point of view about ourselves. It involves “learning how to learn” by reflecting on how we learn in the first place. This is about learning how our “being” influence our beliefs and thus our actions.

14. Our beliefs and overview Practice areas and training modules Credentials A B C

16. Our creating vision and values initiatives Discover and define DNA To achieve all this, we conduct an ODNA® (Organization DNA) exercise using our proprietary methodology. ODNA® is ideally poised not just to identify your core, but also to amplify it and create resonance across the organization. Recognize “life-forces” Understand dreams & aspirations Learn team dynamics and values

21. Our key note speaking practice Many organizations have found keynote speaking as a good summation of our practice areas and accumulated experience. Our team members have been invited as keynote speakers or Motivational speakers to many conferences

23. Our skill building workshops that we have done in the past Stress and Time management Communication and Presentation Skills Managing and Leading Systems Creativity and creative thinking Leadership Skills for first time managers Conflict Management Coaching Skills Inter Personal skills Mentoring at the workplace Managerial Skills Culture sensitivity and inclusion Gender Sensitivity and Inclusion

24. Our additional tools that we use to support change and transformation Change readiness survey Social Network Analysis (SNA) to identify change agents Culture Mapping to understand the present culture and desired culture 360 ⁰ surveys, competency mapping and assessment Coaching sessions to support Leaders

25. Our beliefs and overview Practice areas and training modules Credentials A B C

27. Our clients SOURCE: Source Pharmacy, hospitals and social services 1 Telecom 2 IT and ITES 3

28. Our clients SOURCE: Source Banking and financial services 4 Retail, manufac-turing and mining 5 Automobile, hospitality and others 6

29. CEOs we have supported in the past Sector Names Organization Pharmacy, hospitals and social services KG Ananta Krishnan MSD Harish Natarajan Bausch Lomb Arun Sahni Ranbaxy Anil Mathai Novartis Daljit Singh Fortis Dana Ward PSI Telecom Devender Singh Rawat Bharti Infratel Christopher Tobit Airtel BS Raju Indus Towers IT and ITES Mukesh Agi Steria Vishnu Dusad Nucleus Rajendra Pawar NIIT Banking and Financial Services OP Bhatt SBI Pallav Sinha Fullerton Retail, manufacturing and mining CP Baid Sterlite Rathin Basu Alstom Grid Automobile, hospitality and others Pramath Raj Sinha 9.9

31. Testimonials “ I have found OD Alternatives interventions directly linked to Business and highly effective in aligning everyone to a “Business Goal”. They really added value in creating escape velocity among employees for the Change.” – C P Baid, Head Operations, KCM Zambia " " Text “ OD Alternatives’ workshops were a cathartic glimpse deep within themselves, an opportunity to discover and marvel at the hidden potential locked inside, a stark realization of utter inter-dependence on one another, all the ingredients for true alchemy at the workplace.” – Christopher Tobit. Director Sales and Marketing, Airtel Enterprise Services “ More than three years experience with OD Alternatives has been very effective for Johnson Matthey & the interventions have resulted in positive impact on our businesses by aligning people & their energies towards the common cause.” – Alok Khaitan, ED, Johnson Matthey “ When it comes to Team and Leadership related Interventions, OD Alternatives is the best.” – Shantanu Banerjee, Director HR, Xansa

32. Text "In any organization the most crucial aspects at inception are:- Binding the team together with empathy for fellow employees; particularly peers- Dream up a doable vision for the new organization- Take collective responsibility and willingness to help the hitherto unknown people, by going the extra distance! At Virgin Mobile, which is in its first year of operation, our challenges were no different and ODA's interventions truly helped a team come together, dream and take collective responsibility. ” – P Madhavan, Head Sales, Virgin Mobile India "ODA helped us in creating an escape velocity at the right time just after our launch with a country wide outbound intervention in east, West, North and South covering 350 people. This helped us in aligning our top team and the entire organisation to Airtel Values and Culture while creating high level of motivation among all.” – N Arjun, CEO, Airtel DTH “ ODA conducted Cross functional team Building workshops for 1000 people across the country for Airtel AES and this showed measurable results in terms of improved inter departmental cohesiveness and helped us in reducing the silo's.” – Biswajit Gosamy, VP HR Airtel Testimonials " "

33. “ OD Alternatives did our vision, mission, and values exercise and helped us create a vision for the parent company and vision and mission statements for each of our businesses. What we liked most was the highly engaging methodology, passionate facilitation and their ability to connect with every layer of our organization.” – Kapil Agarwal, Executive Director, Apollo International Testimonials " " “ OD Alternatives’ facilitation / approach enabled us to discover our strengths & reframe the concepts to bring them into alignment with our organisation's DNA.” – Ramadhar Reddy, Director HR, VST “ OD Alternatives’ unique style, very deep knowledge and innovative ways helped to create real value in our leadership development programs.” – Ashok Sand, Head TDC, Hewitt “ OD Alternatives facilitated our visioning session in an engaging and innovative manner. They were able to engage every participant throughout the session and created an enabling atmosphere for people to open up.” – Shakti Singh, MD, DLF Hotels

34. Christopher Tobit was appointed as the COO of Maharashtra and Goa circle of Airtel in 2004 and Airtel was the third largest operator in terms of revenue at that time. A strong believer of OD and people empowerment, Christopher started a Whole system Transformation initiative that touched every employee of that circle. We started with the leadership offsite followed by a one and half days offsite involving different hierarchy and functions. We did a total of eight workshops to cover the entire organization. Christopher was present in all the workshops and demonstrated how committed he was to create a new possibility. In one year Airtel moved up and become the number 2 operator in the region. According to Christopher who is now the CEO of the Airtel joint venture in Bangladesh “The biggest challenge to achieve revenue market leadership in M&G, was getting the organization to believe in its individual and collective ability to do so. The team lacked self belief and was finding it difficult to face the enormity of the challenge. In the first year we focused on network and distribution, and on people and strategy. Processes were re-written and re-engineered. In terms of revenue market share we started recording big gains towards the end of Year 1, as we expanded the network and the sales team developed confidence after early successes. New town launches were templatized and we became execution machinery. Every success brought new levels of confidence. My biggest learning is that any team of average members can produce extraordinary results. What is required is leadership, vision, strategy, execution ability and most importantly - self belief.” Case Study – Airtel Maharashtra and Goa Circle

37. OD Alternatives Consultancy Pvt. Ltd . E-13, 3 rd Floor, East of Kailash, New Delhi - 110065 Ph:+91-11-41323810/11. Tele-Fax:+91-11-41323812. www.odalternatives.com Thank you !